Library: Policy

OKDHS:2-1-37. Enforced leave

Revised 11-1-21

(a) Appropriate use of enforced leave.  Enforced leave is defined as absences necessary:

(1) when an employee experiences an extreme personal disaster;

(2) when an immediate family member of the employee or a resident in the employee's household requires the employee's care because of illness or injury or when an employee's son or daughter requires care and supervision due to the unavailability of the dependent's routine caregiver or caregiving facility; or

(3) in the case of the death of an immediate family member or a resident in the employee's household.  Enforced leave to attend the funeral does not exceed 10-work days or 80 hours in the calendar year; however, the employee may request annual leave for any additional time off.  

(A) Immediate Family is defined as a spouse, children, parents, brothers, and sisters, including step, grand, half, foster, or in-law relationships.

(B) Household is defined as those persons who reside in the same home, who have reciprocal duties and provide financial support for one another.  This term includes foster children and legal wards even if they do not live in the household.  The term does not include persons sharing the same general house or when the living style is primarily that of a dormitory or commune.

(C) Son or daughter is defined as a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis who is either under 18 years of age or is 18 years of age or older and incapable of self-care because of a mental or physical disability.

(b) Computation of enforced leave.  Enforced leave is charged against an eligible employee's accumulated sick leave and may not be granted in excess of accumulated sick leave.  Enforced leave may not exceed 10-work days, or 80 hours, in any calendar year.

(c) Procedure for approval of enforced leave.  Enforced leave requests are entered and processed in the same manner as sick leave requests.  Enforced leave may be denied when the supervisor has facts to show the employee is abusing enforced leave privileges, or when the employee has failed to satisfy a request to provide evidence that the enforced leave is necessary.